Disciplinary action in the workplace can be described as a necessary evil when we are unable to prevent harassment, bullying, and other issues. In a post over at Simply Lisa, Lisa Rosendahl refers to discipline as a “fact of life in human resources.” To lessen the burden that these actions take on all parties involved, HR representatives and employers alike should better prepare themselves before taking action.
Here is a check-list, expanding on Rosendahl’s post, for an HR rep or small business owner to run through to aid their review before taking action:
- Was the investigation conducted with integrity?
- Is the evidence all there? Is anything missing or vague?
- Have the rights of the employee(s) been secured throughout the investigation?
- How have similar company policies been enforced in the past?
- Are the necessary records in place?
- What emotions are involved? Were any inappropriate emotions present during the investigation?
- Is there any suspicion that a hidden agenda may be involved?
- What will the consequences be not just for the employee(s) but for the company? What impact will these consequences have?
For more information on human resource consulting or employer programs, contact Xenium HR at 503-612-1555 or visit www.xeniumhr.com. This article is intended as information only and is not a substitute for legal advice. Xenium HR is a professional employer organization specializing in strategic HR partnership with small and mid-sized businesses in Portland, Oregon.
Image courtesy of user Victor1558 on Flickr Creative Commons.